An ‘exit interview’ is a simple communication between leaving employee and representative from company. These interviews may follow a planned format or can be conducted on informal basis. Written questionnaires may be put into use instead of face to face interviews; whichever technique is utilized, ‘exit interviews’ are usually documented. Workers who leave the firm either involuntarily or voluntarily are the sources of helpful detail. These interviews present a tremendous way for workers to express their opinions, voice complaints if any, and offer helpful criticism.

Exit interviews present a fleeting prospect to find details that otherwise may be impossible or not easy to get. It is also an imperative learning tool, and if conducted in proper manner can provide companies with a prospect to clarify incentives and salary related issues. The companies can also figure out reasons behind employee retention and discuss the grounds for termination. Some employers conduct exit interviews to make the leaving employee acquainted with firm’s rules regarding departing, such as restrictive covenants, trade-secret confidentially, unemployment insurance and others. It also helps employees to make sure return of company property, security cards and keys. Besides, you, being an employer, can also find out how well the particular department is operating. Sometimes, this interview can also be held to defuse or resolve any remaining issues with existing workers. While preparing for exit interviews, employers should assess the employees file that include performance appraisals and job description.

In many cases, HR department with adequate preparation and training should do this interview. More often than not, immediate seniors are very close to circumstances to be precise in asking queries and documenting responses. The immediate seniors of employees should be there at the time of interview so that worker can feel more relaxed and answer all questions honestly.

Exit interviews may prove a ‘win-win’ condition for both employee and the company if conducted in a proper way. Essentially, an exit- interview is a conversation between a leaving worker (leaving either involuntarily or voluntarily) and representative from company. This interview can be conducted on informal basis, or may also follow structured format. Sometimes, a written questionnaire can also be put into use in place of face-to-face conversation. Whichever format is implemented, exit interview is generally documented.

The workers who leave the organization involuntarily or voluntarily are often good sources of helpful information. They may voice complaints, let-off steam, offer useful criticism or simply explain why they are leaving. However, the actual value of exit interviews is clearly for the company itself that can utilize it as reality check, trend spotter or informal but imperative evaluation to find out how the organization is doing. The best time for exit-interviews is not the day when worker is about to leave, but it should be two or three days before. Whenever the interview is conducted, sufficient time must be given for thorough discussion. It is always a tremendous idea to schedule exit interview when the employee goes to personnel to fill-out benefits paperwork or return identification badge.

As per renowned HR executives, exit interviews are more effectual when conducted in short time after worker has left, as this interval permits him to think about answers, without any pressures of work. Most workers who have left voluntarily would like to take part in later conversation just because they wish to keep possible return and communication lines open. It is a good idea to conduct the interview in front of employee’s immediate supervisor so that he can feel comfortable and speak honestly. Simply put, an exit interview facilitates a fleeting prospect to employers, to help them figure out details that otherwise may be impossible or more difficult to get.